Outcomes are explicit, quantifiable statements that indicate when you have met your objectives. Specific changes in your knowledge, attitudes, abilities, and behaviors that you expect to occur as a result of your activities are described in outcome statements. Specific, quantifiable, and realistic outcome statements are preferred. Avoid vague statements such as "I will improve my communication skills" or "My goal is to be successful." These types of statements are difficult to measure accurately.
Outcome statements should be included in plans, proposals, reports, and other documents as well as internal company reviews of employees' performance. Outcome statements help managers identify what progress employees have made toward meeting their professional goals and allow them to adjust their assistance if needed.
Examples of outcome statements include: "By the end of this project, I expect to be able to install a kitchen faucet," "Our target was to have all materials requested by tomorrow afternoon, so please send more faxes," and "I will be able to complete all of my tasks by 5 p.m. every day this week."
Outcomes are important because they provide evidence that management has been successful in its efforts to improve job performance. If outcomes are not defined clearly enough, they can be difficult or impossible to measure. However, if they are too specific, they may not be relevant to someone else performing the activity listed in the outcome statement.
The improvements you hope to see as a result of your program are referred to as outcomes. These might be improvements you want to see in people, systems, policies, or organizations. Changes in relationships, knowledge, awareness, capacities, attitudes, and/or actions may be reflected. Outcomes provide evidence that your program was successful in achieving its goals.
Outcomes can be divided into three categories: intermediate, long-term, and permanent. An outcome is considered immediate if it occurs within one step of change (intermediate). A long-term outcome requires two steps (short term and long term). A permanent outcome requires more than two steps (long term). Intermediate and permanent outcomes are most useful for evaluating programs.
Intermediate outcomes occur when changes have been made but not yet stabilized. For example, after teaching someone how to solve math problems, an instructor would expect him or her to be able to solve several problems before they are classified as learning experiences.
Long-term outcomes happen over a period of time. For example, after teaching someone for a year, an instructor would expect him or her to be able to solve math problems without assistance from the instructor. Long-term outcomes are necessary for measuring progress over time.
Permanent outcomes are even longer lasting than long-term outcomes. They require a very high level of stability in order to determine whether or not a program was effective.
Outputs communicate the tale of what you developed or your organization's operations. An outcome, on the other hand, is the degree of performance or achievement that occurred as a result of the activity or services supplied by your business. Outcome measurements are a better indicator of efficacy. If you improve your operation but not its effectiveness, then you have achieved only a temporary state of affairs.
An example of an output indicator would be the number of products shipped, while an outcome indicator would be sales revenue. If your company ships 10,000 units but loses $50,000 in revenue, then you have achieved a successful outcome even though it was not at all effective because none of your customers were satisfied with their purchase. Effective organizations realize that customer satisfaction is the most important factor in determining future business. As a result, they make sure that every product delivers on its promises and meets or exceeds customer expectations.
Effective measurement tools will help you identify areas for improvement so that you can take action accordingly. Without accurate data about how you are doing, it's hard to know where to focus your efforts. For example, if you find that some of your customers are not being satisfied with their purchases, then you should investigate the cause of this issue and try to resolve it immediately.
Outcome indicators provide information about how well you are performing relative to objectives.
A desired outcome is a statement that helps to clarify aims. To create an effective set of desired outcomes (also known as objectives or outcome statements), you must specify what particular change (s) you want to see as a direct result of your program that will help you reach your aims. Outcome statements should be specific, measurable, attainable, relevant and timely (SMMART).
For example, if your aim is to increase student engagement in the classroom, then one of your desired outcomes might be "More students will participate in class discussions." This statement is specific, measurable, achievable, relevant and timely. It provides clarity about what type of change you want to see occur as a result of your program. Without this clear definition, it's hard to determine whether or not your program is effective.
It's important to note that desired outcomes are just that-desired. They're things you hope to achieve through your program. They aren't rules or regulations that must be followed. For example, a teacher could decide that achieving certain levels of student participation in class discussions is important enough to warrant making it a desired outcome. However, if participation drops after the teacher implements a new program that includes giving out awards for outstanding work, then this would be considered a failure to meet the desired outcome and could lead to changes being made before another attempt is made at reaching that goal.
Objectives are defined results that you want to attain in a given time frame and with the resources you have available. Outcomes are the results of an action that are measured and evaluated in comparison to the planned or predicted results. When you complete a goal, you aim to obtain certain outcomes. These can be new skills, knowledge, or abilities.
For example, if your goal is to learn how to play the guitar, then your objective would be to achieve this result - learning how to play the guitar. The outcome is what happens after you have completed this objective - you will know how to play the guitar.
Outcomes can also include changes that occur within yourself such as improvements in your character, conduct, values, or feelings. Other people may also measure your outcomes on them; for example, your teacher might check whether you have learned how to play the guitar by looking at your ability to follow a guide on video lessons.
Finally, outcomes can be external events or circumstances such as winning the game or earning a salary. These are called categorical outcomes.
Categorical outcomes are important because they give us evidence that our objectives were successful. If you aim to win a game, but someone else wins it instead, this shows that you did not achieve your objective of winning the game.